LONDON’S GLOBAL UNIVERSITY
EQUALITIES AND DIVERSITY COMMITTEE
Tuesday 3 March 2015
MINUTES
PRESENT:
Professor Graham Hart (Chair)
Ms Fiona Addison
Ms Wendy Appleby
Reverend Charlotte Ballinger
Ms Hajera Begum
Ms Nicola Best
Professor Annette Dolphin
Professor Anthony Finkelstein
Ms Marcia Jacks
Mr Rex Knight
Ms Bella Malins
Professor Anthony Smith
Ms Annie Tidbury
Mr Nigel Waugh
In attendance: Professor Chris Husbands (Vice-Provost (Academic Development and London)), Ms Harriet
Jones (HR Equalities and Diversity Team), Ms Fiona McClement (HR Equalities and Diversity Team), Ms
Rachel Port (Secretary) and Ms Claire Taylor (SUMS Consulting)
Apologies were received from Professor Eva Sorensen, Professor Nick Tyler and Baroness Diana Warwick.
Key to abbreviations
BEAMS
School of the Bartlett, Engineering, Mathematical and Physical Sciences
BME
Black and Minority Ethnic
ECU
Equality Challenge Unit
EDC
Equalities and Diversity Committee
EdCom
Education Committee
HE
Higher Education
HEIs
Higher Education Institutions
HoDs
Heads of Department
HRPC
Human Resources Policy Committee
IfWH
Institute for Women’s Health
IoE
Institute of Education
LGBTQ+
Lesbian, Gay, Bisexual, Trans(gender) and Queer
OFSTED
Office for Standards in Education, Children's Services and Skills
PACT
Parents and Carers Together
RDC
Research Degrees Committee
RESG
Race Equality Steering Group
SLMS
School of Life and Medical Sciences
SMT
Senior Management Team
STEMM
Science, Technology, Engineering, Mathematics and Medicine
SWAN
Scientific Women’s Academic Network
UCLU
UCL Union
Equalities and Diversity Committee – Minutes – 3 March 2015
Preliminary Business
11
MINUTES OF THE MEETING OF 12 NOVEMBER 2014
Confirmed:
11.1
The Minutes of the meeting of EDC held on 12 November 2014 [EDC Mins.1-10, 12.11.14],
subject to the following two amendments:
Minute 1.2 – the removal of the word ‘interim’;
Minute 5.5 – the deletion of the wording, ‘The Group had prepared, and discussed, a paper
on UCL’s progress towards its objective to increase BME staff at grades 9 and 10’ to be
replaced by, ‘The Chair was preparing a paper exploring the benefits of a sponsorship
scheme for senior BME staff, to be discussed by the RESG when completed’.
12
MATTERS ARISING FROM THE MINUTES
12A
Leadership and Diversity Report [EDC Min.7, 12.11.14]
Noted:
12A.1 HRPC considered the above report at its meeting held in January. HRPC largely approved
the recommendations therein with the exception of those surrounding non-academic staff to
become Heads of academic departments and rotating HoD positions between men and
women. HR officers were working on planning how to implement the recommendations and
a revised paper on the selection and reward of HoDs, Vice-Deans and Pro Vice-Provosts
would be considered at the March meeting of HRPC.
12B
BME Job Descriptions [EDC Min.9, 12.11.14]
Noted:
12B.1 The Chair and the Director of HR would liaise about the possibility to formulate job
descriptions that could specifically target potential BME applicants.
Business for Discussion
13
CHAIR’S REPORT
Received:
13.1
An oral report by the Chair.
Reported:
13.2
The Chair noted that senior colleagues including the Provost, Vice-Provost (Health), Dean
of the Faculty of Medical Sciences and himself had performed in ‘Seven’ at UCL, which was
a documentary play presented by IfWH and based on real life stories of seven women’s
rights activists who had suffered domestic violence from around the globe. It was noted that
this event formed part of UCL’s celebration of International Women’s Day on 8 March 2015.
13.3
The Chair also noted the recent Critical Race Theory workshops were attended by half of
SMT and covered the concept of whiteness. This event formed part of a series to cover
issues of major concern to UCL and demonstrated both the Provost and SMT’s
commitment to equalities and diversity issues.
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Equalities and Diversity Committee – Minutes – 3 March 2015
14
REVIEW OF UCL’S CHILDCARE PROVISION
Received:
14.1
A report on the above at EDC 2-4 (14-15), introduced by Claire Taylor, SUMS Consulting.
Reported:
14.2
The Director of HR explained that the Provost was committed to improving UCL’s equalities
and diversity performance. A personal action plan had been developed and one of the
actions was to review childcare provision at UCL. SUMS Consulting was commissioned to
undertake the review to include comparison of UCL’s provision with best practice in the HE
sector and beyond, and to bring forward cost effective proposals for improvement.
Interviews were conducted with users of the UCL Nursery, amongst others, and
supplemented with a survey of UCL PACT members. The report at EDC 2-4 (14-15) had
been circulated to UCL’s PACT Network for comment, while UCLU had circulated it to
student parents.
14.3
UCL’s workplace nursery was spread across two sites with 62 places. It was considered to
be small compared to the number of UCL staff and students and being split site was less
efficient that being located on a single site. There were 79 children on the waiting list which
was similar to other HEIs. The Nursery was managed by a Nursery Manager who reported
upwards to UCL Estates, while childcare policies and procedures were managed by HR.
Other Bloomsbury based institutions’ staff were able to make use of the Nursery, although
the number that did so was very small at one currently. The quality of provision was rated
good both by parents and OFSTED. Some feedback gathered queried the affordability of
childcare with a full-time baby place costing £1,290 per month and an equivalent full-time
child place at £895, especially where one parent earned £25k or less (for one baby) or less
than £41k (for a child and a baby). Data concerning staff retention rates and reasons for
leaving showed that between 1.5% – 5.9% of voluntary leavers did so for reasons linked to
childcare. The Nursery was keen to expand its provision and the Nursery Manager had
prepared a business case that identified operating income potential.
14.4
In terms of the Nursery’s finances, it appeared to be generating a small surplus. The
Nursery had a single shift pattern which reduced the number of part-time or sessional
places. The parents interviewed wished to have greater flexibility while student parents
were keen on sessional places. It was found that only 32 parents currently used the salary
sacrifice scheme to pay for UCL Nursery fees. The childcare voucher scheme was
administered by KiddiVouchers and some 937 parents (30% of staff parents eligible)
purchased vouchers each month which equated to £1.96mn in 2013-14 session. This also
created £300k savings in National Insurance contributions for UCL.
14.5
Ms Taylor outlined the recommendations to improve performance in this area contained in
the report. One main recommendation was to create a holistic strategy for childcare and
benefits to include the creation of a single childcare office similar to Oxford and Cambridge
universities. No recommendation was made to expand the current nursery provision at this
time. It was also recommended that UCL should improve its training for line managers in
dealing with maternity leave and teaching cover.
Discussion:
14.6
The Chair expressed his thanks to Ms Taylor for preparing the report. It was suggested that
the equalities and diversity angle of the work undertaken needed to be made more explicit
within the report, as well as the actions UCL could take to help it meet its goals, and that
UCL 2034 strategy be linked within the report.
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Equalities and Diversity Committee – Minutes – 3 March 2015
14.7
In relation to Nursery finances, the Vice-Provost (Operations) queried the figures at section
3.1.5 in the report. It was confirmed that while the Nursery did generate a small operating
surplus, this was redirected back to the Nursery as its running costs (lighting, cleaning etc)
far outstripped this amount and any outstanding amounts were covered by UCL.
14.8
EDC discussed how it might best support student parents. It was noted that UCLU had
found it difficult to reach out to student parents but that it should be easier from next
session as UCL would start to capture data about student caring responsibilities. It was
suggested that further work in relation to the needs of student parents was required to gain
a fuller view of their concerns in order to help formulate a holistic approach to childcare at
UCL.
14.9
The Chair supported the idea of having a single childcare office. However, it was
considered that further work on nursery provision in relation to equity, access, proximity to
home or work, staff grades and BME could be undertaken. EDC agreed that the report be
submitted to HRPC for consideration.
RESOLVED:
14.10 That the report at EDC 2-4(14-15) be submitted to HRPC for consideration.
ACTION: Nigel Waugh
15
ATHENA SWAN AND RACE CHARTER MARK
Received:
15.1
A note on the above at EDC 2-5 (14-15), introduced by Harriet Jones and Fiona
McClement, HR Equalities and Diversity Team.
Reported:
15.2
Athena Swan - UCL had held a Bronze institutional Athena SWAN award since 2006 that
was renewed in 2009 and 2012 and was currently working towards a Silver award. As part
of that application, UCL required a majority of its STEMM departments to hold a
departmental SWAN award at any level. Currently, 23 of 42 (55%) UCL STEMM
departments held an award. In order to attain a Silver award, HEIs needed to demonstrate
the positive impact of any actions taken, and the support available to departments applying
for SWAN awards. There were currently just six other UK HEIs that held a Silver award.
The application was being prepared in parallel with UCL’s Race Charter Mark submission
and the deadline was 30 April 2015.
15.3
In terms of key areas of impact, it was highlighted that:
•
•
•
•
•
•
•
The proportion of female students in BEAMS was above the national average at all
levels, which had improved over the last 5 years;
Over the past 5 years, the proportion of female Senior Lecturers and Professors had
increased across UCL and in STEMM areas, especially within SLMS and BEAMS;
The proportion of female Professors was above the national average both across
UCL and in STEMM. It was considered that the number of females that were
successful in the internal academic promotions exercise had increased;
Visible commitment from the Provost and Faculty Deans had started to impact on
the staff survey results;
All departments had a SWAN Self Assessment Team in place;
UCL’s PACT Network was established in 2014; and
The Provost sponsored UCL’s new Women in HE Leadership Development
Programme.
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Equalities and Diversity Committee – Minutes – 3 March 2015
15.4
In terms of some key areas for action, it was noted that:
•
•
•
•
•
The ECU intended to expand the Athena SWAN criteria in 2015 to allow nonSTEMM departments to apply for awards. This would open the scheme up to UCL’s
Professional Services Divisions and HR Equalities and Diversity Team were already
engaging with non-science departments;
UCL’s Academic Promotions Committee, HRPC and SMT had only 16-18% female
representation, and the Provost had agreed to initiate a review into the diversity of
UCL committees;
Actions would be needed to encourage female applicants in BEAMS for posts at all
levels, and in senior grades across UCL;
A key action would be to promote UCL’s policies for parents and carers; and
It was intended to hold a celebration event on gender equality at the end of 2015
that would also act as the launch event for a photo exhibition of inspirational women
from across UCL.
15.5
Race Equality Charter Mark – The Race Equality Charter Mark was being piloted with 30
universities. If successful, an award would last for 3 years and there were currently two
levels of award: Bronze and Silver. The deadline for the submission was 10 April 2015.
UCL had applied for a Silver award and was required to undertake a data driven review to
identify radicalised inequalities and barriers, and to establish solutions and actions to
address them. A number of sub-groups had been formed to analyse the data and contribute
to the application and action plan, and the Provost chaired the race panel.
15.6
Many of the findings were familiar to UCL but others were of some concern as they could
not be explained easily by socio-economic factors. Some of the main findings were as
follows:
•
•
•
•
•
•
•
15.7
Student issues - UCL’s UK domiciled BME student population stood at 37.9% which
was above the national average of 23.6%;
Some UCL faculties, especially Population Health Sciences and Life Sciences
retained black students at a very high degree at Masters level but these figures
declined at PhD level compared to most other faculties where the proportion of
black students halved at each stage from undergraduate to Masters to PhD;
In terms of student progression, black students were more likely to leave for
financial reasons or because they were unsuccessful;
Staff issues – There had been no increase in the proportion of BME academics over
the past 3 years in all faculties apart from Engineering Sciences and Population
Health Sciences;
In some of UCL’s Professional Services Divisions, there was an extremely stark
decrease in the proportion of BME staff from lower to higher grades;
BME staff were significantly overrepresented in terms of formally submitting a
harassment and bullying claim; and
More positively, the 2014 recruitment data for UK BME academic staff revealed that
BME staff were more likely to be appointed which had not occurred previously.
It was intended that the action plan that accompanied the Charter Mark submission be a
living document and it would be submitted to EdCom, HRPC and RDC for discussion.
Discussion:
15.8
The Chair considered that work on UCL’s Athena SWAN activities was extremely positive.
In relation to extending SWAN across UCL’s Professional Services Divisions, it was
currently unclear if this would include non-academic staff from non-academic departments.
Professor Finkelstein expressed his concerns about (i) the ECU organisation and its
changing rules for the SWAN exercise and (ii) the pressure it placed on senior staff,
especially female leaders in preparing applications. It was noted that the feedback sent to
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Equalities and Diversity Committee – Minutes – 3 March 2015
ECU by all HEIs commented on the workload involved, and UCL had noted the
responsibility involved in maintaining a department’s award as well as on the individuals
involved. It was suggested that departments try to ensure that male colleagues in their
respective departments were also involved in their SWAN activities.
15.9
In relation to work on the Race Equality Charter Mark, it was suggested that UCL should
work towards increasing the number of BME candidates interviewed. In terms of career
progression for Professional Services staff, internal recruitment was being explored as was
already being used for senior management staff appointments at UCL. It was also noted
that the RESG was looking at sponsorship and had conducted a feasibility study, but would
require assistance for this activity to be developed within departments. It was also looking
into scholarships for black students, although that would push the boundaries of the
Equality Act and required work to be undertaken with relevant charities. However, this
could potentially be a flagship activity for UCL as no other HEI was undertaking such work.
16
UCL EQUALITY GROUPS – UPDATE REPORTS
Received:
16.1
Oral reports by the Equality Group Chairs/ Champions:
•
•
•
•
Sarah Guise (Gender / Religion and Belief)
Fiona Addison (LGBTQ+)
Marcia Jacks (RESG)
Nicola Best (Staff Disability Forum).
Reported:
16.2
50:50 Gender Group – The 50:50 Group had been working with the Faculty SWAN leads in
developing the Athena SWAN Silver application. The Group had also considered data from
the recent UCL Staff Survey in relation to academic workloads which revealed that
workloads increased as individuals progressed to higher grades, especially for males rather
than females.
16.3
Religion and Belief – It was noted that the religion and belief equality policy for students
was due for review.
16.4
LGBTQ+ - UCL did not make the Top 100 in Stonewall’s Workplace Equality Index and
currently stood at 125th. The Group had met with Stonewall’s advisers who considered that
UCL had performed well on the employment policy and community engagement areas of
their application but improvement was required in the areas of procurement and staff
engagement. The criteria had changed since UCL’s last application for inclusion on the
Index and it was intended that a sub-group be formed to produce an action plan. It was
intended that UCL would reapply for inclusion on the Index in 2016. It was also noted that
some of the LGBTQ+ representatives had met with the Vice-Provost (International) as part
of her consultation on developing a new UCL international strategy.
16.5
RESG – The Group had met with the Operations Director (International), UCL Office for
International Affairs, to discuss staffing and cultures overseas. The Group had queried
whether indigenous people were benefitting from UCL Australia. However, it was
commented that UCL was explicitly required to make provisions for indigenous people as
part of its formation of UCL Australia. The Group also wished to hold a Race Event in the
Autumn to mark the 50th anniversary of the implementation of the Race Relations Act.
16.6
Staff Disability Forum – Ms Nicola Best had taken over from the Vice-Provost (Operations)
as Chair of the Forum. The Forum was regularly attended by some 20 individuals to
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Equalities and Diversity Committee – Minutes – 3 March 2015
discuss their experiences of disability at UCL. At its last meeting, concern was raised about
the lack of support offered by UCL for staff diagnosed with any form of disability while
employed at UCL, and the Forum was currently looking at having a mentoring scheme for
newly diagnosed staff.
17
UCLU STUDENT LIBERATION GROUPS – UPDATE REPORT
Received:
17.1
Oral reports by the UCLU sabbatical officers on the activities of the student liberation
groups.
Reported:
17.2
The UCLU Women’s Officer noted that the UCLU had started a campaign about staff and
students’ experience of different disabilities that would feed into a longer term campaign
about access at UCL. The UCLU was also setting up a wide ranging peer support
programme. In terms of women’s activities, the UCLU was currently working on a
programme of events for International Women’s Day as well as a zero tolerance sexual
harassment campaign and training on this issue was being provided to UCLU Clubs and
Societies.
17.3
The BME Officer noted that the LGBTQ+ History Month held in February 2015 had gone
well and received positive feedback. However, a swastika sticker had been placed on a
banner for this event and this hate crime was reported both to UCL and the police. A BME
Alumni Network had been formed and the Provost had attended its first meeting. The BME
Network had undertaken work with UCL Careers, and all the panellists were BME at one of
their monthly careers events. UCLU would focus on student mental health issues this
month as well as UCL Donation Day (bone marrow etc).
18
ASPERGERS
Reported:
18.1
Under ‘Any other business’, Professor Finkelstein noted that he had been approached by a
couple of external groups who were interested in Aspergers in relation to staff and students,
and queried where ownership for this issue rested within UCL and how it might support and
advance the matter. This condition had been discussed at the recent UCL Staff Disability
Forum, while the UCL Student Disability Centre provided support to students experiencing
mental health issues. It was noted that Professor Uta Frith (UCL Institute of Cognitive
Neuroscience) undertook research in this area and had connections with relevant charities,
while the IoE had undertaken advocacy work which might be useful. The Chair proposed
that a group of relevant colleagues be convened to meet to develop a think piece on
aspergers covering both staff and students, for subsequent circulation across UCL for
comment.
RESOLVED:
18.2
That a group of relevant colleagues be convened to develop a think piece on aspergers to
cover both staff and students.
ACTION: Fiona McClement
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Equalities and Diversity Committee – Minutes – 3 March 2015
Business for Information
19
DATE OF NEXT MEETING
Noted:
19.1
The next meeting of the Committee would be held on Tuesday 2 June 2015 1 at 9.30am in
the Boardroom, 1st Floor – Suite A, Maple House.
RACHEL PORT
Governance Officer (and Research Governance Co-ordinator)
Academic Services, Student and Registry Services
[telephone 020 7679 8879, UCL extension 28879, email: r.port@ucl.ac.uk]
April 2015
1
Subsequently, this meeting was cancelled and a workshop for the equality groups facilitated by the Chair
was held in this slot instead.
8